How much does an equality plan cost for companies? Variables of the budget

The obligation to have an equality plan has been progressively extended: since 2022, it is mandatory for all companies with 50 or more employees. Companies that fail to comply face fines of up to 225,018 euros (very serious infringements) and exclusion from public procurement contracts. The equality plan consultancy market has become fragmented following the surge in demand. There are specialist firms, generalist consultancies, technology platforms and freelancers. This guide explains the variables that determine the budget and what lies behind the price differences.

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How we work

From first contact to case completion

  1. Equality diagnosis

    We collect and analyse workforce data disaggregated by sex: distribution by category and occupational group, salaries, training, work-life balance measures, representation in management positions. We identify existing gaps and priority areas for improvement.

  2. Pay audit (auditoría retributiva)

    The pay audit is mandatory for all companies required to have an equality plan. We analyse the pay structure, identify pay differences between positions of equal value and prepare the audit report that must accompany the plan.

  3. Negotiation with employee legal representatives

    The equality plan must be negotiated with the works council, employee delegates, or the negotiating committee formed for this purpose. We manage the entire negotiation process, from the constitution of the committee through to agreement, or unilateral implementation if no agreement is reached.

  4. Registration in REGCON

    The equality plan must be registered in the Register of Company Equality Plans (REGCON). We manage the registration file before the competent labour authority and resolve any requests for supplementary information.

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The problem

The obligation to have an equality plan has been progressively extended: since 2022, it is mandatory for all companies with 50 or more employees. Companies that fail to comply face fines of up to 225,018 euros (very serious infringements) and exclusion from public procurement contracts. The equality plan consultancy market has become fragmented following the surge in demand. There are specialist firms, generalist consultancies, technology platforms and freelancers. This guide explains the variables that determine the budget and what lies behind the price differences.

Our solution

At BMC our employment law team drafts comprehensive equality plans: equality diagnosis, pay audit, negotiation with employee representatives, drafting of the plan, and registration in REGCON. We are familiar with the requirements of the Labour Inspectorate and the demands of the registration procedure, which avoids plans being blocked by formal defects. See our [fee structures](/es/honorarios) for further information.

Process

How we do it

1

Equality diagnosis

We collect and analyse workforce data disaggregated by sex: distribution by category and occupational group, salaries, training, work-life balance measures, representation in management positions. We identify existing gaps and priority areas for improvement.

2

Pay audit (auditoría retributiva)

The pay audit is mandatory for all companies required to have an equality plan. We analyse the pay structure, identify pay differences between positions of equal value and prepare the audit report that must accompany the plan.

3

Negotiation with employee legal representatives

The equality plan must be negotiated with the works council, employee delegates, or the negotiating committee formed for this purpose. We manage the entire negotiation process, from the constitution of the committee through to agreement, or unilateral implementation if no agreement is reached.

4

Registration in REGCON

The equality plan must be registered in the Register of Company Equality Plans (REGCON). We manage the registration file before the competent labour authority and resolve any requests for supplementary information.

Case by case
Detailed quote provided after initial analysis
3-6 months
Typical drafting timeline
50+ employees
Statutory obligation threshold

How are equality plan fees calculated?

The fees for drafting and implementing a company equality plan (plan de igualdad) in Spain depend on workforce size, the complexity of the organisational structure, whether or not a constituted employee legal representative body exists, and the likely duration of the negotiation. The budget is built on the scope: equality diagnosis, pay audit (auditoría retributiva), negotiation with employee legal representatives, and registration in REGCON. At BMC we always quote in writing after an initial analysis. See our fee structures to understand the general approach.

Variables that determine the budget

The cost of drafting an equality plan varies according to several key factors.

Workforce size and geographic spread. The larger the workforce, the more data to analyse in the diagnosis, the more categories to compare in the pay audit, and the more time required for negotiation with employee representatives. If the company has several establishments or a geographically dispersed presence, the workload increases.

Employee legal representation. If the company has a constituted works council or employee delegates, the negotiation process is structured. If not, an ad hoc committee must first be established, which can add weeks to the process.

Complexity of the pay structure. Pay systems with many variable components, performance incentives, objective-based supplements or complex benefits in kind require more work in the pay audit.

Level of labour relations conflict. In companies with high trade union activity or in sectors with high conflict levels, the negotiation of the plan may be longer and more complex.

Existence of prior plans. If the company already has an expired equality plan that needs to be renewed, prior work can be drawn on, reducing the diagnosis workload, even though the negotiation and registration are new.

Supplementary services. The anti-harassment protocol, equality training, follow-up audits, and LGBTI plans are complementary services that may be included in the scope or quoted separately.

Fee transparency at BMC

At BMC our employment law team works with a fixed-price quote for the complete equality plan, with no supplements for extended negotiation within normal timescales. If the process runs significantly over due to the employee representatives’ decisions, we communicate this in advance before assuming additional commitment. The initial consultation to assess the company’s situation and provide a realistic quote is free of charge.

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FAQ

Frequently asked questions

Since 7 March 2022, an equality plan is mandatory for all companies with 50 or more employees (under Ley Orgánica 3/2007 as amended by RDL 6/2019). The number of employees is calculated by adding all persons working for the company, regardless of their contract type. Companies covered by a collective agreement that requires an equality plan are also obliged to have one, irrespective of their workforce size.
Fees are calculated based on workforce size, the complexity of the organisational structure, whether or not a constituted employee legal representative body exists, and the likely duration of the negotiation. After an initial analysis we provide a detailed written quote covering the diagnosis, pay audit, negotiation and REGCON registration. See our fee structures.
It depends on how the engagement is structured. In most proposals the pay audit is included within the equality plan. In other cases (when it is engaged as a standalone service for companies that already have a current equality plan) it is quoted separately. For companies with complex pay structures (variable pay, supplements, benefits in kind, bonuses), the pay audit may require significant additional work.
The typical timeline for a complete equality plan (from the start of the diagnosis through to REGCON registration) is 3 to 6 months. The factor that most extends the process is the negotiation with employee representatives, which may drag on if there is disagreement over the measures. In urgent cases (a company facing an ongoing penalty or an imminent public tender), it is possible to attempt to accelerate the process, though with a higher risk of conflict with the employee representatives.
The absence of an equality plan in a company that is obliged to have one is a serious or very serious infringement under the Law on Infringements and Penalties in the Social Order (LISOS). Fines range from 7,501 to 225,018 euros depending on the severity. The company is also barred from contracting with public administrations until a registered plan is in place. The Labour Inspectorate has intensified enforcement in this area over the past two years.
The equality plan has a maximum validity of 4 years. After that period it must be renegotiated and a new plan registered. In addition, the plan must be reviewed before the end of its validity period if there are significant changes in the workforce or organisation, or if the Labour Inspectorate requires it. Companies that do not renew the plan on time revert to a situation of non-compliance.
The equality plan and the protocol for the prevention and management of sexual harassment and gender-based harassment are separate but complementary instruments. The anti-harassment protocol has been mandatory for all companies (with no workforce-size threshold) since Ley Orgánica 10/2022. At BMC we can draft both instruments in a coordinated way and quote for the package or separately depending on the company's needs.
The main ones are: (1) size and geographic spread of the workforce, (2) whether or not a constituted employee legal representative body exists (if not, the negotiating committee must first be constituted), (3) complexity of the pay structure (variable pay, supplements, bonuses), (4) level of labour relations conflict within the company, and (5) applicability of multiple collective bargaining agreements.

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Frequently asked questions

Questions about How Much Does an Equality Plan Cost for Companies?

Since 7 March 2022, an equality plan is mandatory for all companies with 50 or more employees (under Ley Orgánica 3/2007 as amended by RDL 6/2019). The number of employees is calculated by adding all persons working for the company, regardless of their contract type. Companies covered by a collective agreement that requires an equality plan are also obliged to have one, irrespective of their workforce size.
Fees are calculated based on workforce size, the complexity of the organisational structure, whether or not a constituted employee legal representative body exists, and the likely duration of the negotiation. After an initial analysis we provide a detailed written quote covering the diagnosis, pay audit, negotiation and REGCON registration. See our fee structures.
It depends on how the engagement is structured. In most proposals the pay audit is included within the equality plan. In other cases (when it is engaged as a standalone service for companies that already have a current equality plan) it is quoted separately. For companies with complex pay structures (variable pay, supplements, benefits in kind, bonuses), the pay audit may require significant additional work.
The typical timeline for a complete equality plan (from the start of the diagnosis through to REGCON registration) is 3 to 6 months. The factor that most extends the process is the negotiation with employee representatives, which may drag on if there is disagreement over the measures. In urgent cases (a company facing an ongoing penalty or an imminent public tender), it is possible to attempt to accelerate the process, though with a higher risk of conflict with the employee representatives.
The absence of an equality plan in a company that is obliged to have one is a serious or very serious infringement under the Law on Infringements and Penalties in the Social Order (LISOS). Fines range from 7,501 to 225,018 euros depending on the severity. The company is also barred from contracting with public administrations until a registered plan is in place. The Labour Inspectorate has intensified enforcement in this area over the past two years.
The equality plan has a maximum validity of 4 years. After that period it must be renegotiated and a new plan registered. In addition, the plan must be reviewed before the end of its validity period if there are significant changes in the workforce or organisation, or if the Labour Inspectorate requires it. Companies that do not renew the plan on time revert to a situation of non-compliance.
The equality plan and the protocol for the prevention and management of sexual harassment and gender-based harassment are separate but complementary instruments. The anti-harassment protocol has been mandatory for all companies (with no workforce-size threshold) since Ley Orgánica 10/2022. At BMC we can draft both instruments in a coordinated way and quote for the package or separately depending on the company's needs.
The main ones are: (1) size and geographic spread of the workforce, (2) whether or not a constituted employee legal representative body exists (if not, the negotiating committee must first be constituted), (3) complexity of the pay structure (variable pay, supplements, bonuses), (4) level of labour relations conflict within the company, and (5) applicability of multiple collective bargaining agreements.
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